Quitting Job Before Major Event

[Anonymous]

Anonymous wrote:

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Anonymous wrote:I also find it ironic that you're saying that your work is undervalued and you're basically reinforcing that your work in not valuable by dipping out of a significant event just because you don't feel like going.

In her defense, when you've been undervalued for a long time, your attitude tends to become "No one cares, so why bother." Speaking from experience here. I did great work before that job, I did great work at that job for half of it, and then I went on to a new job where I've done great work, but once you feel devalued your morale is a goner.

This is where I am now. I feel demoralized and undervalued. A new supervisor yelled at me during a meeting in front of the head of the department and two other witnesses and the head honcho didn’t try to mollify the new supervisor. He seemed to think it was acceptable behavior.

Ok, but the best revenge leaving for a new and better job. Storming out is only for movies.

Thank you. I will now be focused on getting out of there. I actually loved this job for the first couple years but now see that there is no improvement in sight. The workload is unsupportable unless I work 10-12/hours day, including weekends. I did it the first couple of years but there is no benefit except a low paycheck (for my experience and level of effort).

But you don't leave dragging yourself in the mud and proving their point that you suck. Have integrity. Bailing on an event is very immature

[Anonymous]

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Anonymous wrote:I would be really worried that quitting prematurely would affect my new job offer - basically that the new employer would find out, judge me lacking and then renege on the offer.

How on earth would the new job find out?

If you haven't started yet, HR could call to verify employment or someone could call for a reference. "Oh, Larla, yes she used to work here. She quit 2 days ago. Kinda left us in a jam with the annual conference. What do you want to know about Larla?"

If OP is quitting I doubt she is listing anyone at her current company as a reference.

After a candidate has accepted, I always call former supervisors for a reference even if they're not listed by the candidate as a reference.

Former. Not current. Also, if the candidate hasn't listed them as a reference, how would you even have their name and contact information?

I don't think Op should quit but I am not a fan of you doing this. If someone is leaving, there is a very real possibility that they have some difference with their boss, be that personal or professional. I had a former boss leave our company because her new boss bullied her. If you had called the COO to ask about my boss, you would've heard horrible things - even though my boss was beloved by the rest of us (and yes, the bad COO was eventually fired because without my boss, she started bullying others)

I misspoke. I meant "current" as listed on the application or resume. Sorry for the confusion.

So, yes, I always call. You can find out a lot about the supervisor's regard for the applicant even if the supervisor doesn't share any information other than dates of employment. In two cases I have rescinded offers. As point of fact, one was pretty similar to the situation OP is describing. The supervisor in this case gave the dates of employment and the tone of the supervisor was distinctly unfriendly about the applicant. He indicated that they were shorthanded (for finishing a big proposal) after being left in a lurch but he did not directly blame the applicant. But his feeling about the applicant was clear. He even said "good luck" when I ended the call. I thought about it a long time, discussed it with my team, and we jointly decided that if the applicant would do it to the former employer, then the applicant could do it to us, and that was a person we didn't want on our team.

That's super shitty of you. An random asshole you called, who was probably just pissed off, told you "good luck" and you rescinded a job offer? You suck.

Did you read the bolded? That's why my team decided that I should rescind the offer. I would do it again in a heartbeat. I am very comfortable with our decision.

But you hired the individual and probably gave them a deadline on the offer, they HAD to quit. Loser.

[Anonymous]

Anonymous wrote:

Anonymous wrote:You’re insane!

You’re going to burn bridges with your current job and you don’t have a new job lined up yet! Yikes! That is terrible judgement.

Here’s an idea. Take a vacation. Use all your PTO now. Then if you get the new job, you’re refreshed and ready to go. If you don’t get the job, which is a very real possibility, then you’re still looking for a a new job from a position of strength instead of weakness. Imagine another dream job with a slow hiring process.

NEVER quit until you have a new job lined up. The event is irrelevant btw. If you get an offer the day before you can quit on the spot—BUT wait until you actually have a job.

I think this is outdated advice. I have known several people who have done this in the COVID era, my partner included. Not working gave them lots of time to look for jobs, it was easy to schedule interviews. If you have savings it can work out just fine.

I was told by two companies that they were guaranteed to hire me....that was six months ago and they are still stringing me along. I wouldn't want that to be OP.

[Anonymous]

Any update, OP?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I also find it ironic that you're saying that your work is undervalued and you're basically reinforcing that your work in not valuable by dipping out of a significant event just because you don't feel like going.

In her defense, when you've been undervalued for a long time, your attitude tends to become "No one cares, so why bother." Speaking from experience here. I did great work before that job, I did great work at that job for half of it, and then I went on to a new job where I've done great work, but once you feel devalued your morale is a goner.

This is where I am now. I feel demoralized and undervalued. A new supervisor yelled at me during a meeting in front of the head of the department and two other witnesses and the head honcho didn’t try to mollify the new supervisor. He seemed to think it was acceptable behavior.

Ok, but the best revenge leaving for a new and better job. Storming out is only for movies.

Thank you. I will now be focused on getting out of there. I actually loved this job for the first couple years but now see that there is no improvement in sight. The workload is unsupportable unless I work 10-12/hours day, including weekends. I did it the first couple of years but there is no benefit except a low paycheck (for my experience and level of effort).

But you don't leave dragging yourself in the mud and proving their point that you suck. Have integrity. Bailing on an event is very immature

+1

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I would be really worried that quitting prematurely would affect my new job offer - basically that the new employer would find out, judge me lacking and then renege on the offer.

How on earth would the new job find out?

If you haven't started yet, HR could call to verify employment or someone could call for a reference. "Oh, Larla, yes she used to work here. She quit 2 days ago. Kinda left us in a jam with the annual conference. What do you want to know about Larla?"

If OP is quitting I doubt she is listing anyone at her current company as a reference.

After a candidate has accepted, I always call former supervisors for a reference even if they're not listed by the candidate as a reference.

Former. Not current. Also, if the candidate hasn't listed them as a reference, how would you even have their name and contact information?

I don't think Op should quit but I am not a fan of you doing this. If someone is leaving, there is a very real possibility that they have some difference with their boss, be that personal or professional. I had a former boss leave our company because her new boss bullied her. If you had called the COO to ask about my boss, you would've heard horrible things - even though my boss was beloved by the rest of us (and yes, the bad COO was eventually fired because without my boss, she started bullying others)

I misspoke. I meant "current" as listed on the application or resume. Sorry for the confusion.

So, yes, I always call. You can find out a lot about the supervisor's regard for the applicant even if the supervisor doesn't share any information other than dates of employment. In two cases I have rescinded offers. As point of fact, one was pretty similar to the situation OP is describing. The supervisor in this case gave the dates of employment and the tone of the supervisor was distinctly unfriendly about the applicant. He indicated that they were shorthanded (for finishing a big proposal) after being left in a lurch but he did not directly blame the applicant. But his feeling about the applicant was clear. He even said "good luck" when I ended the call. I thought about it a long time, discussed it with my team, and we jointly decided that if the applicant would do it to the former employer, then the applicant could do it to us, and that was a person we didn't want on our team.

That's super shitty of you. An random asshole you called, who was probably just pissed off, told you "good luck" and you rescinded a job offer? You suck.

Did you read the bolded? That's why my team decided that I should rescind the offer. I would do it again in a heartbeat. I am very comfortable with our decision.

The person you wound up not hiring dodged a major bullet.

Seriously. If I knew I didn't get a job because a potential employer gave more stock to a passive-aggressive former boss than to a person they had interviewed multiple times I would be thrilled to not have to work for that person. What sucks is that the person you didn't hire probably didn't know either that 1) she was possible be unfairly torpedoed by a former boss and 2) the reference checker was a "master" in reading subtext and using it to make employment decisions.

At my work place it is pretty standard for poor employees to give dates of employment and say nothing more. That's considered a neutral reference. If I am hiring someone I don't want a neutral reference, I want a really good one, preferably glowing. I would have done the same as this PP. My colleagues who have disregarded such references, or have chosen to overlook red flags, regret it in their hires.